Rolf Kreitel
Consultant · Trainer · Coach
Leadership • Ethics • Sustainability
Ethics isn’t extra. It’s the core.
Analytical Coaching & Talent Development
Observe. Distill. Develop.
My coaching approach combines close observation, clear feedback, and strategic talent development. I don’t work with standardized training templates — I create individual development profiles tailored to the person, the role, and the organization’s future needs.
The Approach
Observe & Distill (diagnostic level)
I see what others overlook.
I analyze body language, decision-making behavior, and implicit patterns.
Anthropological and psychological perspectives enable me to distill complex observations into clear, actionable leadership profiles.
Almost like a leadership lab: precise, evidence-based, effective.
USP: Coaching by clarity — not by empathy.
Feedback & Development Reports
(learning-oriented level)
Feedback is not a ritual — it’s a tool.
I apply the SBI model (Situation – Behavior – Impact) to deliver feedback that is precise, actionable, and measurable.
My development reports are to the point:
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clear strengths,
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clear gaps,
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concrete recommendations.
USP: Measurable development impulses instead of generic advice.
Strategic Integration into Talent Management (organizational level)
Coaching should never stand in isolation.
I position individual talents within the broader context of role, team, and organization.
My 360° feedback framework and management type profiling provide HR, C-level executives, and talent boards with relevant, actionable insights.
The result: strategic intelligence for organizational design and decision-making.
USP: Coaching that scales — from individual growth to organizational strategy.
Leadership decoded: The Anthropological View
Much of leadership training today is rooted in psychology – and offers highly valuable tools for practice.
What I try to add is curiosity. I read across anthropology, sociology, and history, because I believe: to lead others, you need to understand human nature – and yourself.
Richard Wrangham’s The Goodness Paradox offers a fascinating example. It shows how humans “self-domesticated” by curbing aggression and rewarding social intelligence – and why aggression still runs through our history.
From this perspective, leadership becomes more than technique: it is about knowing the forces that shaped us – and turning that awareness into better self-leadership and team leadership.
The Goodness Paradox – Richard Wrangham
Richard Wrangham combines insights from anthropology, evolutionary biology, and behavioral science. His central thesis: over the course of evolution, humans have self-domesticated. Early communities sanctioned or eliminated overly aggressive alpha individuals, thereby favoring cooperative behavior, social intelligence, and impulse control.
The paradox: while reactive aggression (spontaneous outbursts) declined dramatically, proactive aggression (planned violence, collective executions, warfare) became a distinctively human strength. Cooperation and organized violence are thus two sides of the same evolutionary coin.
Wrangham’s findings open a double perspective on the conditio humana: civilization is unthinkable without tamed aggression – yet precisely this capacity has also fueled the great cycles of violence throughout human history.